HOW DOES A

RECRUITER ADD VALUE

TO THE
ORGANISATION?
TABLE OF CONTENTS:-_

1. WHAT IS RECRUITMENT?
2. WHY PAY A FEE FOR SOMETHING WE CAN EASILY DO
OURSELVES?
3. HOW CAN A RECRUITER SAY THAT HE IS ADDING VALUE
TO THE ORGANISATION?
4. THINGS A RECRUITER CAN DO TO ENSURE THAT THE
CANDIDATE HE HAS HIRED PROVES TO BE WORTH
ENOUGH FOR THE ORGANISATION
AT THE HEART OF EVERY
BUSINESS LIES IT'S PEOPLE.
HIRE THE RIGHT TEAM AND
YOU ARE WELL ON YOUR WAY
TO SUCCESS
 WHAT IS RECRUITMENT?

RECRUITMENT IS THE PROCESS OF FINDING AND HIRING THE BEST

QUALIFIED CANDIDATE EITHER FROM WITHIN OR OUTSIDE THE
ORGANISATION FOR A JOB OPENING IN A TIMELY AND COST EFFECTIVE
MANNER
 IN 2018, FINDING A CANDIDATE ONLINE ISN'T
DIFFICULT-SO WHY AT ALL PAY A FEE FOR
SOMETHING WE CAN EASILY DO OURSELVES?

• WE ALL HAVE ACCESS TO INFORMATION ABOUT POTENTIAL

CANDIDATES BUT FINDING THE RIGHT CANDIDATE AMONGST THE
INFINITE NUMBER OF PEOPLE ACROSS ALL PROFESSIONAL AND SOCIAL
PLATFORMS IS INCREASINGLY DIFFICULT
HOW CAN A RECRUITER SAY THAT HE IS
ADDING VALUE TO THE ORGANISATION?
LET'S DISCUSS CERTAIN WAYS IN WHICH A RECRUITER ADDS VALUE TO THE ORGANISATION:-
1. GOING BEYOND MATCHING AND BEING PREPARED TO CHALLENGE:-
WHEN YOU BRIEF A RECRUITER ON A ROLE, THE BEST RECRUITERS WILL ASK QUESTIONS AND CHALLENGE
YOU ACROSS A NUMBER OF AREAS.THOSE THAT ARE "ORDER TAKERS" WILL GO STRAIGHT INTO THE
"MATCHING MODE" WHERE THE JUST LOAD LINKEDIN OR THEIR DATABASE WITH A NUMBER OF SEARCH
CRITERIA TO FIND A MATCH. BUT IT'S IMPOSSIBLE IN THIS WAY TO FIND AN INDIVIDUAL THAT IS A CULTURAL
FIT, CAN ADD VALUE AS A LEADER, WILL INSPIRE OTHERS AND GET ALONG WELL WITH OUR TEAM.A GOOD
RECRUITER APPRECIATES THE IMPORTANCE OF "ART AND SCIENCE" IN THE PROCESS OF FINDING THE RIGHT
PERSON AND WILL PUSH BACK ON THE AREAS THAT ARE NOT EVIDENT ON THE "CV" IN ORDER TO ENSURE
THAT THE PERSON YOU HIRE MAKES AN IMPACT.
2) THE RECRUITER CAN INTRODUCE PEOPLE THAT BRING SOMETHING YOU
CAN'T DO YOURSELF:-

MOST EMPLOYERS HIRE IN THEIR OWN IMAGE. IN FACT SAV RECRUITERS

WILL DELIBERATEL SHORTLIST THOSE CANDIDATES THAT MIRROR
CERTAIN CHARACTERISTICS OF THE HIRING MANAGER LIKE ATTENDING
THE SAME UNIVERSITY, HAVING SAME INTERESTS ETC. BUT THIS
PRACTICE OF HIRING BRINGS WITH IT A NUMBER OF PITFALLS.
IF A HIRING MANAGER IS LOOKING TO EXPAND THE SKILLS AND
EXPERIENCE OF THEIR TEAMS, NEW HIRES THAT CAN CHALLENGE THE
NORMS CAN ADD A HUGE AMOUNT OF NEW ENERGY, IDEAS AND VALUES.
THE FRESH EES AND SUBJECTIVE UNDERSTANDING OF A RECRUITER
CAN BE THE PERFECT AVENUE TO UNLOCKING THESE NEW STREAMS OF
TALENT.
3) YOU WON'T OBJECT TO PAYING:-

ANYTHING IN LIFE FOR WHICH YOU DIDN'T WANT TO PAY FOR

PROBABLY WAS FORCED ONTO YOU OR IT WASN'T THE BEST CHOI CE.
RECRUITMENT IS NO DIFFERENT.
WHEN YOU WORK WITH A RECRUITER AND FEEL GOOD ABOUT THE
FEE, IT'S A SIGN THAT YOU HAVE PARTNERED WITH SOMEONE WHO
UNDERSTANDS YOU, YOUR TEAM, AND SUPPORTS YOUR FUTURE
PLANS BY INTRODUCING SOMEONE WHO'S CONTRIBUTION WILL GO
WAY BEYOND THE COST OF A SINGLE RECRUITMENT FEE.
4) SO WHERE DOES A RECRUITER ACTUALY "ADD VALUE":-

FINDING A CANDIDATE ONLINE IS NOT DIFFICULT BUT FINDING THE

RIGHT CANDIDATE WHO CAN ADD VALUE TO THE ORGANISATION AS A
WHOLE IS DIFFICULT. WHEN THE CANDIDATE PROVES TO BE
WORTHY FOR THE ORGANISATION THEN WE CAN SAY THAT THE
RECRUITER IS GOOD AT HIS JOB.
BEYOND THE IDENTIFICATION PROCESS A RECRUITER SHOULD BE A
SPECIALIST. HE SHOULD BE ABLE TO ACCESS TO TALENT POOLS NOT
AVAILABLE TO YOU DIRECTLY, PROMOTE YOUR EMPLOYER BRAND
POSITIVELY, UNDERSTAND YOUR BUSINESS AND TEAM CULTURE,
KNOW "WHAT GOOD LOOKS LIKE". MOVE QUICKLY, HAVE A STRATEG
AND IMPORTANTLY BE GOOD VALUE FOR MONEY.
 THINGS A RECRUITER CAN DO TO ENSURE THAT
THE CANDIDATE HE HAS HIRED PROVES TO BE
WORTHY ENOUGH
• KEEP YOUR CANDIDATES ENGAGED THROUGHOUT THE SEARCH PROCESS:-
GOOD RECRUITERS SHOULD COORDINATE WITH HR TALENT PROS AND HIRING
MANAGERS AND PROVIDE ONGOING CANDIDATE UPDATES. THE RIGHT RECRUITER
SHOULD KNOW THE IMPORTANCE OF COMMUNICATION TO AVOID THE KIND OF
CANDIDATE FEARS AND MISPERCEPTIONS THAT LEAD TO DISENGAGEMENT DURING THE
HIRING PROCESS.
1. FACILITATE POST-INTERVIEW FEEDBACK:-
THE AMOUNT OF POST-INTERVIEW CANDIDATE FEEDBACK WE RECEIVE FROM HR
PROFESSIONALS AND HIRING MANAGERS IS SOMETIMES SHOCKINGLY LITTLE OR
NON-EXISTENT. SHARING THIS FEEDBACK IS ESSENTIAL FOR PROCESS OF FILLING
UP AN OPEN POSITION. THE ROBUST SHARING OF POST-INTERVIEW FEEDBACK
ENABLES RECRUITERS TO DO A BETTER JOB, BRINGING IN THE RIGHT CANDIDATES
THROUGH CONSTANT REFINEMENT OF THE CRITERIA. SECONDLY, THIS FEEDBACK
HELPS THE JOB CANDIDATES TO UNDERSTAND WHERE THEY FELL SHORT.
RECRUITERS DON'T HAVE TO KNOW IF YOU LIKED THE CANDIDATEOR NOT, THE
JUST NEED TO KNOW IF AND WHY THEY WERE A GOOD FIT FOR THE ROLE, THAT
IS,DID THEY POSSESS THE RIGHT SET OF SKILLS, ATTITUDES ETC. THIS HELPS
RECRUITERS TO PROVIDE A STRATEGIC ADVANTAGE TO THE CLIENT
ORGANISATIONS AND TO THE CANDIDATES B HELPING US KNOW WHAT WENT
WELL, AND WHERE THEIR BACKGROUND DID NOT QUITE LINE UP.
ULTIMATING, DELIVERING STRATEGY IS ABOUT
HIRING THE RIGHT PEOPLE AND MOTIVATING
THEM TO DELIVER THE RESULTS
-HELEN M. & P. SCHUBERT
THANK
YOU